News – Sam Tambani Research Institutehttp://www.satri.org.za
Sam Tambani Research InstituteThu, 08 Sep 2016 09:53:06 +0000en-UShourly1https://wordpress.org/?v=4.7Challenges Facing Women in the Mining, Energy and Construction Sectors of South Africa: Persisting barriers to equity in the workplacehttp://www.satri.org.za/challenges-facing-women-in-the-mining-energy-and-construction-sectors-of-south-africa-persisting-barriers-to-equity-in-the-workplace/
Thu, 08 Sep 2016 09:37:59 +0000http://www.satri.org.za/?p=3078This book captures the findings of one of the most in-depth and extensive researches ever undertaken on women’s welfare in the workplace. It focuses especially on the three previously male-dominated sectors of Mining, Energy and Construction. The book chronicles the challenges women continue to face in these sectors, and concludes with policy recommendations on how the barriers women face in the workplace can be mitigated and, ultimately, how they can be overcome.
]]>Union and business efforts to increase productivity in the mining sector: A critical Reflectionhttp://www.satri.org.za/union-and-business-efforts-to-increase-productivity-in-the-mining-sector-a-critical-reflection/
Mon, 06 Jun 2016 09:50:26 +0000http://www.satri.org.za/?p=2960The aim of this paper is to examine the practicality of how mineworkers, organised under a trade union, can participate in employers’ productivity-increasing initiatives in a mutually beneficial way in South Africa. A critical analysis of the concept of productivity and its practical application in the mining business environment, including the aspect of relationship dynamics between mineworkers and employers is done. It is highlighted that defining productivity in the sector is subjective and characterised by information asymmetry in favour of the employers. Moreover, low productivity has frequently been used as a reason against mineworkers’ quest for higher wages; as a result, the concept is viewed with suspicion by mineworkers. For a trade union to aggressively encourage its members to participate in productivity initiatives at the workplace, it needs to get some assurance that its members will benefit from the resultant increase in productivity. This will require that mineworkers and employers have a prior agreement on the definition of productivity, the parameters to measure it, and the extent to which a change in productivity will influence workers’ wages and benefits. Given the precedent of mineworkers’ exploitation and the existing trust deficit between parties in South Africa’s mining sector, the onus lies on the side of mining businesses to demonstrate and convince unions that the productivity initiatives are not just another tool to exploit workers. Otherwise, there is no doubt that increased productivity can be beneficial for both mining businesses and mineworkers.
]]>What is the likelihood that the Labour Relations Amendment Act (6 of 2014) will increase permanent employment in the construction sector?http://www.satri.org.za/what-is-the-likelihood-that-the-labour-relations-amendment-act-6-of-2014-will-increase-permanent-employment-in-the-construction-sector/
Mon, 06 Jun 2016 09:44:58 +0000http://www.satri.org.za/?p=2957The South African government introduced the Labour Relations Amendment Act (6 of 2014), which came into effect on 1 January 2015. The aim of this paper is to review the likelihood that the Amended Act will increase permanent employment in the construction sector of South Africa. First, an analysis of the changing nature of employment in the construction sector is done and the factors responsible for the change are explored. It is specifically highlighted that permanent employment in the sector has persistently been lower than non-permanent employment, predominately due to sub-contracting. In addition, the bulk of the construction workforce is now recruited on short-term contracts through sub-contractors. As a result, the sector has low rates of organised labour. Close scrutiny of the Amended Act reveals significant changes pertaining to the regulation of non-permanent employment in the sector. The Amended Act introduces a clause that stipulates that fixed-term or temporary employees must be employed permanently after three months of employment, unless the employer can justify the temporary nature of their employment. Although this clause is meant to increase permanent employment in the sector, the likelihood of its success is low because of the cyclical and project-based nature of the construction industry. Employers will continue to have a justifiable reason for not offering permanent employment under the Amended Act. This paper recommends that there be a clause in the Amended Act that limits the extent of sub-contracting to specialist services not covered by the main contractor.
]]>The National Minimum Wage Debate in South Africa: Not a Question of Better Wages at the Expense of more Jobshttp://www.satri.org.za/the-national-minimum-wage-debate-in-south-africa-not-a-question-of-better-wages-at-the-expense-of-more-jobs/
Mon, 06 Jun 2016 09:40:38 +0000http://www.satri.org.za/?p=2954This paper reviews the debate on the introduction of a National Minimum Wage (NMW) in South Africa. It considers the literature on the employment effects of introducing the minimum wage system. It reviews some of the most prominent successful cases of a minimum wage, and highlights the challenges thereof. Drawing from the literature and selected country experiences, the paper concludes that a NMW can only be effective if it is part of broader social and economic policies and efficient labour market system. Specific to South Africa, it proposes that employers should pay a wage amounting to the standard minimum living levels, and/or appendage with some basic needs of the workers, based on the sectors. These costs and subsidies are to be carried by the employers.
]]>Costs and profit declaration in a mining business: The basics that workers and other external stakeholders need to knowhttp://www.satri.org.za/costs-and-profit-declaration-in-a-mining-business-the-basics-that-workers-and-other-external-stakeholders-need-to-know/
Mon, 06 Jun 2016 08:53:17 +0000http://www.satri.org.za/?p=2951The paper presents an investigation into the different types of costs that mining firms include in their profit calculations with the aim of getting insight into the storyline that profits in South Africa’s mining sector are declining. Profitability of the mining business is of interest to both employers and mineworkers in terms of sustainability of business and beneficial employment, respectively. A review of international mining costs categorisation and profit calculation is done. Emphasis is put on understanding the different cost categories included in profit calculation in the mining business. It is revealed that there are 3 broad cost categories included: a) operation costs, b) costs related to royalties and production taxes, and c) accounting and miscellaneous costs. The accounting and miscellaneous costs category is particularly contentious because it includes costs that are discretionary and are not incurred in the period in which they are considered. It is pointed out that when mining businesses indicate that they are not profitable, it does not necessarily mean that they cannot cover their operation costs which includes payment of decent wages. It means rather that after taking into account the 3 cost categories, the businesses are not getting the desired profit margins. It is prudent, therefore, that workers representatives and other external stakeholders have access to information on costs included in profit calculations before they commit themselves to employers’ decisions based on state of business profitability. Otherwise, declaration of low or no profits in the mining business may be unjustifiably used, or taken advantage of against interests of workers and other external stakeholders including government.

]]>Contextualising of Organised Labour’s Position on Carbon Tax in SAhttp://www.satri.org.za/8/
http://www.satri.org.za/8/#respondMon, 05 May 2014 09:34:27 +0000http://themes.muffingroup.com/betheme/?p=2283The South African government planned to introduce a carbon tax from 2013 as part of its efforts to reduce pollution levels emanating from domestic economic activities. The position of organised labour on the introduction of the tax has ranged from outright rejection to requests for a delay in its implementation until employment safe-guards are put in place. Organised labour feels strongly that a carbon tax will have a negative impact on local employment. This paper examines the validity of organised labours’ concerns on possible job losses using a qualitative system dynamics approach. A case is made that despite being set at low levels, the carbon tax has potential to negatively affect competitiveness of firms in the long term. The potential job loss from the carbon tax will not necessarily be a result of increases in the immediate operational costs of firms, but rather from the loss of firms’ competitiveness in the long term. It is recommended that the implementation of the carbon tax be put on hold until safe-guards to local employment are put in place. One of the possible safeguards is to ensure that local firms in the energy sector have access to low-cost but clean production technologies that do not substitute their labour force but rather supplement its productivity.
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